Abstract:
This paper develops and tests a holistic model that depicts and examines the relationships among job autonomy, its drivers, as well as employee engagement and influence organizational commitment. This paper is among the first works to deal with such a complex framework which considers the interrelationships among numerous constructs and their effects on organizational commitment. A questionnaire was designed to measure the influence of Job autonomy and its drivers on organizational commitment while taking into consideration the impact of turbulent times and organizational commitment on these relationships. Data collected from a sample of 317 respondents working in Ethiopian commercial banks were used to test the proposed relationships. The proposed model proved to be fit. The hypotheses were supported, and implications were discussed.
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